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Abstract Existing research examines the impact of human resource (HR) practices on employee wellbeing by considering each practice in isolation or multiple practices as a bundle, focusing on linear associations. Drawing on the too-much-of-a-good-thing (TMGT) meta-theory, we examine possible nonlinear effects of Ability-Motivation-Opportunity (AMO) sub-bundles on job satisfaction and job stress. We, also, examine boundary conditions on whether and how the nature of the identified curvilinear associations varies across employees in high-, medium-, and low-skilled occupations. Using data from the ..read more

Abstract Employers want to avoid fluctuation, especially when qualified personnel is involved. This raises the question of whether promoting employees into leadership positions with supervisory responsibility helps to retain them. Based on social exchange theory, this article predicts that in the short run, employees have lower turnover intentions due to reciprocal feelings. In the long run, following human capital theory, supervisory responsibility increases an employee's turnover intentions due to the general skills acquired in the leadership position. This article argues that human resource ..read more

Abstract While there has been an increase of women in the workplace, why do they remain underrepresented at the senior level, even in women-dominated occupations such as Human Resources (HRs)? This article examines gendered wording in UK HR job adverts and the extent to which job adverts are a gendered practice contributing to women's underrepresentation in senior roles—even within a women-dominated profession. We analysed 158 HR job adverts to identify the use of gendered language, traits and behaviours, equality, diversity, and inclusivity (EDI), and flexible working practices. Findings show ..read more

Abstract This study aims to shed light on the dual impact of appraisals of pandemic-induced job stressors on employee knowledge sharing and hiding behaviors. Drawing on the transactional attribution model, we hypothesize that employee perceptions of supervisor compassionate and self-serving behavior would positively mediate the impact of employee challenge and hindrance appraisals of pandemic-induced job stressors on employee knowledge sharing and knowledge hiding, respectively. Moreover, stressor appraisals are expected to interact with employee attributions of supervisor compassionate and se ..read more

Abstract The exploding employee demands on mental health services and the under-utilised employee assistance programmes (EAPs) stand in stark contrast. Despite widespread coverage and awareness of EAPs, their low utilisation rates have marginalised them in organisations' human resource strategies. This study explores why employees are resistant to using EAPs from the perspective of dynamic contention, drawing on insights from labour process theory. Through a critical review of the literature, it yields a picture of neither perfect managerial control nor condition-altering resistance in EAPs. I ..read more

Abstract Recently, scholars in strategic human resource management have attended to internal dynamics that give rise to variability within organizations. Given that workplace politics is an inherent and inevitable part of organizational life, this study investigates the interplay of organizational politics (OP) and an individual's political skill (PS) in shaping the relationship between high-performance work systems (HPWS) and employees' performance behaviors. Utilizing multilevel, multisource data collected in two phases from 187 employees nested within 47 workgroups, we explore cross-level t ..read more

Abstract Social capital plays a critical role in newcomer adjustment. However, research is lacking regarding the effective mobilization of social capital, in terms of how different information network characteristics jointly influence newcomer adjustment. Drawing on the literature on social networks and newcomer adjustment, we distinguish two crucial processes of newcomer adjustment, namely assimilation and learning, and propose that the extent to which newcomers' number of information ties influences the assimilation and learning processes depends on the frequency of social interactions (i.e ..read more

Abstract Drawing upon social identification theory and stakeholder theory, the current study examines the contextual effect of job insecurity on the indirect relationship between general corporate social responsibility facilitation-human resource management (HRM) and employee job engagement through the mediation of organizational pride. Our analysis of a two-wave dataset with a sample of 255 full-time employees in the banking sector reveals that job insecurity negatively moderates the impact of general CSR-facilitation HRM on organizational pride, which in turn is positively related to employe ..read more

Abstract Corporate layoffs are a globally prolific organisational activity, but little is known about how industry-level employment loss or gain impacts firm-level layoff implementation. Grounded in institutional theory, this study posits that firms in industries experiencing employment decline align with a cost-containment approach, while firms in industries experiencing employment growth focus on social exchange theory when executing employee layoffs. Analysis of 573 mass layoffs from March 2013 to May 2019 compared downsizing scope (layoff severity and frequency), explanations, alternatives ..read more